1、1,Unit 13 Human Resources Management,Speaker：Marc Tel：159-8966-5533 E-mail：1828578985 Dept. Political Science and Law of City College of Dongguan University of Technology,2,Warm-up,1. what is the human resources management(HR or HRM)? 2. what is the six modules of human resources? 3. Do you have any

2、 plan to take part in the civil service exam?,3,Definition of human resources management(HR or HRM),HRM, or simply HR is the management process of an organizations workforce, or human resources. It is responsible for the attraction(吸引）, selection, training, assessment（評(píng)估）, and rewarding of employees

3、, while also overseeing（監(jiān)督） organizational leadership and culture and ensuring compliance（服從） with employment and labor laws.,4,Definition of human resources management(HR or HRM),HR or HRM is an ongoing（不斷的） procedure that tries to keep the organization supplied with the right people in the right p

4、ositions.,5,modules of HRM,human resources planning人力資源規(guī)劃 recruitment, Decruitment 招聘與解雇 Selection 甄選 Orientation上崗引導(dǎo) training培訓(xùn) Employee Performance Management Compensation/Benefits薪酬與福利 Career Development職業(yè)發(fā)展,Human Resource Planning; Recruitment/ Decruitment; Selection; Orientation; Training Contr

5、ast job analysis, job description, and job specification. Discuss the major sources of potential job candidates（求職者）. Describe the different selection devices and which work best for different jobs. Describe what a realistic job preview is and why its important. Explain why orientation is so importa

6、nt. Describe the different types of training and how that training can be provided.,Employee Performance Management; Compensation/Benefits; Career Development Describe the different performance appraisal methods. Discuss the factors that influence employee compensation and benefits. Describe skill-b

7、ased pay systems. Describe career development for todays employees.,The Importance of Human Resource Management (HRM),Necessary part of the organizing function of management Selecting, training, and evaluating the work force As an important strategic tool HRM helps establish an organizations sustain

8、able competitive advantage. Adds value to the firm High performance work practices lead to both high individual and high organizational performance. High-Performance Work Practices 高績效工作實(shí)務(wù),Environmental Factors Affecting HRM,Labor Union 工會(huì) Collective Bargaining Agreement 勞資談判合同 Affirmative Action 反優(yōu)

9、先雇傭行動(dòng)方案 Laws and Regulations 法律和條款,10,Human Resource Management (HRM) concerns with getting, training, motivating and keeping competent （有能力的，稱職的）employees,11,The Human Resource Management Process,Managing Human Resources,Human Resource (HR) Planning 人力資源規(guī)劃（第一步） The process by which managers ensure

10、that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing their tasks. Helps avoid sudden talent shortages（不足） and surpluses（過剩）.,Steps in HR planning,Making a Future Assessment,Making a Current Assessme

11、nt,Designing a Future Program,HRM process: planning,Current Assessment 當(dāng)前評(píng)價(jià),Human Resource Inventory 人力資源調(diào)查 A review of the current make-up（編制） of the organizations current resource status.,Current Assessment,Job Description 職務(wù)說明 A written statement of what the job holder does, how it is done, and w

12、hy it is done. Job Specification 職務(wù)規(guī)范 A written statement of the minimum qualifications that a person must possess to perform a given job successfully. Difference?,16,Behavioral descriptors 行為方面的描述 - the nature of the job - 職務(wù)說明 Job description is a detailed summary of a jobs tasks, duties, and resp

13、onsibilities. Ability descriptors 能力方面的描述 - the requirements of the job - 職務(wù)規(guī)范 Job specification lists the worker characteristics (KSAs) needed to perform the job successfully.,Recruitment and Decruitment 招聘與解聘（第二步）,Recruitment 招聘 The process of locating（找出）, identifying（確認(rèn)）, and attracting capable

14、applicants to an organization. Decruitment 解聘 The process of reducing a surplus of employees in the workforce of an organization E-recruiting 互聯(lián)網(wǎng)招聘 Recruitment of employees through the Internet Organizational web sites Online recruiters,Selection 甄選（第三步）,Selection Process The process of screening jo

15、b applicants to ensure that the most appropriate candidates are hired. Selection An exercise in predicting which applicants, if hired, will be (or will not be) successful in performing well on the criteria（標(biāo)準(zhǔn)） the organization uses to evaluate performance. Selection errors: Reject errors 錯(cuò)誤的拒絕 Accep

16、t errors 錯(cuò)誤的接受,Types of Selection Devices,Application Forms 申請(qǐng)表 Written Tests 筆試 Performance Simulations 績效模擬測(cè)試 Interviews 面談 Background Investigations 履歷調(diào)查 Physical examinations體格檢查,20,Performance Simulation Tests,Testing an applicants ability to perform actual job behaviors, use required skills, a

17、nd demonstrate specific knowledge of the job. Work sampling 工作抽樣 Requiring applicants to actually perform a task or set of tasks that are central to successful job performance. Assessment centers 評(píng)價(jià)中心 Dedicated facilities in which job candidates undergo a series of performance simulation tests to ev

18、aluate their managerial potential.,Orientation 上崗引導(dǎo)（培訓(xùn)）（第四步）,Transitioning（變動(dòng)） a new employee into the organization. Job orientation Work-unit orientation工作單位的上崗引導(dǎo) Organization orientation 組織的上崗引導(dǎo),Types of Training 員工培訓(xùn)（第五步）,Interpersonal skills 人際關(guān)系技巧 Technical Business 業(yè)務(wù) Mandatory 義務(wù) Performance

19、management Problem solving/Decision making Personal,Employee Performance Management 績效管理（第六步）,Performance Management System A process establishing performance standards and appraising employee performance in order to arrive at objective HR decisions and to provide documentation（參考） in support of tho

20、se decisions.,Performance Appraisal Methods 績效評(píng)估方法,Written essays 書面描述 Critical incidents 關(guān)鍵事件法 Graphic rating scales 評(píng)分表法 Behaviorally anchored rating scales (BARS)行為定位評(píng)分法 Multiperson comparisons 多人比較法 Management By Objectives (MBO) 目標(biāo)管理法 360 Degree feedback 三百六十度反饋法,Compensation and Benefits 薪酬與福利

21、（第七步）,Benefits of a Fair, Effective, and Appropriate Compensation System Helps attract and retain high-performance employees Impacts on the strategic performance of the firm Types of Compensation Base wage or salary 基本工資 Wage and salary add-ons 工資和加薪 Incentive payments 激勵(lì)性的薪酬 Skill-based pay 基于技能的薪酬

22、,Factors That Influence Compensation and Benefits,Career Development 職業(yè)發(fā)展（第八步）,Career Defined The sequence of positions held by a person during his or her lifetime. Career Development Provides for information, assessment, and training Helps attract and retain highly talented people Boundaryless Care

23、er 無邊界職業(yè) A career in which individuals, not organizations, define career progression（發(fā)展） and organizational loyalty,Contemporary HRM Issues,Downsizing The planned elimination（排除，淘汰） of jobs in an organization Provide open and honest communication. Reassure survivors. Managing Work Force Diversity（多樣化） Recruitment for diversity Selection without discrimination（歧視） Orientation and training that is effective,